80622 - Area Lead Human Resources Business Partner

The national salary range is £66,314 - £75,810, London salary range is £70,303 - £80,370. Your salary will be dependent on your base location.
12 Months
East Midlands, East of England, North East, South East, South West, Wales, West Midlands, Yorkshire and the Humber, National
Ashford (Kent) , Beverley , Birmingham , Brighton and Hove , Bristol , Caernarfon , Cambridge , Cardiff , Chelmsford , Coventry , Haverfordwest , Hull , Ipswich , Jarrow , Leeds , Merthyr Tydfil , National , Newport , North Shields , Northampton , Nottingham , Plymouth , Sheffield , Stafford , Truro , Weston-super-Mare , Weymouth , Winchester , Wolverhampton
CAERNARFON CRIMINAL JUSTICE CENTRE CAERNARFON, LL55 2DF, CAMBRIDGE MAGISTRATES CAMBRIDGE, CB2 3AX, CHELMSFORD OSPREY HOUSE HR CHELMSFORD, CM2 5PF, COVENTRY MAGISTRATES COVENTRY, CV1 2SQ, MERTHYR TYDFIL COMBINED MERTHYR TYDFIL, CF47 8BH, PLYMOUTH MAGISTRATES PLYMOUTH, PL1 2DP, WEYMOUTH MAGISTRATES WEYMOUTH, DT4 8SU, WINCHESTER COMBINED WINCHESTER, SO23 9EL, NATIONAL, 5 WELLINGTON PLACE LEEDS, LS1 4AP, NMS Part 3rd Floor, Victoria House, CM1 1JR, JSO Queensway House, Somerset, BS22 7BB, JSO Tremorvah Wood Lane, Cornwall, TR1 1HZ, JSO Haverfordwest Magistrates Court, Pembrokeshire, SA61 2AX, JSO Ashford House, Kent, TN23 1YB, JSO Columbus House, Monmouthshire, NP18 2LX, JSO York House, West Yorkshire, LS1 2ED, JSO Kings Court, Tyne and Wear, NE29 6AR, JSO Beverley Magistrates Court, East Yorkshire, HU17 9EJ, JSO Hull Combined Court, East Yorkshire, HU1 2EZ, JSO Walter Tull House, Northamptonshire, NN1 1NS, JCC 17 Churchill Way Cardiff, CF10 2HH, JCC Unit B8 Berkley Way Jarrow, NE31 1SF, JCC Embankment House Nottingham, NG2 1AT, JCC 11-13 Peninsular House Ipswich, IP4 1AQ, JCC Lancaster House Brighton, BN2 9QA, JSO University Court Stafford, ST18 0GE, JSO 32 Scotland Street, Sheffield, S3 7DQ, JSO Prue Earle House Union Street Wolverhampton, WV1 3JS, JSO Centre City 7 Hill St B'ham, B5 4UA, JSO Magistrates Court, Bristol, BS1 3NU
Please note: Some of our MoJ Office locations, such as our Liverpool Justice Collaboration Centre, require higher levels of National Security Vetting. The MoJ is working to open more Justice Collaboration Centres and Justice Satellite Offices over time. Click here to learn more about where our currently open Justice Collaboration Centres and Justice Satellite Offices are, to identify where you may be based and understand National Security Vetting requirements of each location.
Grade 6
Grade 6
Full Time, Part Time, Part Time/Job Share, Flexible Working
Human Resources

Job Description

Job Title: Area Lead Human Resources Business Partner

Grade 6

Team/Directorate: People Group HRBP – HMPPS

Overview of the role:

The Ministry of Justice (MoJ) is responsible for everything that goes into running the UK’s criminal and civil justice systems, creating the foundations for a safe, fair and prosperous society. We are one of the largest government departments with over 88,000 staff based across England and Wales. We are responsible for 500 courts and tribunals, 122 prisons, the policies underpinning the system and much more.

People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide to ensure the delivery of high-quality services for our customers. MoJ People Group has over 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services are our people.

This role sits within the HMPPS HR Business Partner Team and will provide direct partnering support to Executive Directors within HMPPS.

The role includes oversight and management of an HRBP team and you will report to a Deputy Director of the HMPPS HRBP Team.   Your team will be deployed to partner Directors and Deputy Directors within HQ, Prison Probation and Specialist Sites, and alongside Governors and Heads of Probation Delivery Units and Functions to partner in the implementation of people strategies within your business area. 

You will be responsible for forging productive relationships with senior leadership teams, enabling translation of business priorities and strategy into a coherent people agenda with targeted interventions.  Working alongside Executive Directors and their Senior Leadership Teams to design and deliver tailored HR interventions to drive improvements in effective leadership, people management, organisational design and development, change management and workforce strategy.

Key to this role is the need to be a credible HR professional with the ability to establish quality relationships. Working across the HMPPS HRBP team, this role is the primary link between the top two tiers of senior leadership within HMPPS and their success is reliant upon the strength and support of the rest of the HMPPS HR and People Group via Expert Services.


•    Leading the strategic business conversation on people priorities at an Executive Director level
•    Coaching leaders on the implementation and timely and efficient delivery of planned and unplanned Human Resources programmes.
•    Partnering the business to manage the people impacts of reform and change across HMPPS and the wider Civil Service, continuously evaluating the impact of internal and external influences on the workforce.
•    Representing the HRBP function and/or the People Group across key programmes and national portfolios, ensuring business insights and operational considerations are represented.
•    Leading and developing an HR Business Partner Team, managing the implementation of a new operating model and ensuring they have the capability and capacity to deliver an ambitious people agenda. 
•    Sharing learning and evidence-based practice from across the Ministry of Justice, the wider Civil Service function and wider public and private sectors comparators.  
•    Managing the impact of large-scale HR interventions from HR Centres of Expertise, ensuring there is appropriate join up and collaboration to deliver an effective service
•    Playing a key role in driving up the standard of leadership and people management, with a particular focus on building line manage capability facilitating access to learning.

Responsibilities, Activities & Duties:

The post holder will be required to bring together the people priorities for both prison and probation at an Area Executive Director and Executive Director level. Partnering between one and two Executive Directors and their senior leadership teams dependent on the complexity of the customer group.

The role will be critical as a change agent to support the change programme that is ‘One HMPPS’, with a need to have complete oversight of the region or business supporting senior leaders. The postholder will work collaboratively with Executive Directors and their teams to develop effective strategies in terms of delivery and approach that delivers against the MoJ and HMPPS People Strategy through:

1.    Strategic partnering: Contributing to the business conversation by supporting leaders to drive people strategies that enable the business to deliver their objectives.

Activities include:

•    Working closely with the Executive Director and their Senior Leadership Team on developing People Strategies by effective use of data, analysis skills, and challenge.
•    Oversight of the workforce plan and resourcing strategy at a regional level, to establish existing and future workforce numbers, skills requirements and organisation structures.
•    Constructively challenging the status quo in organisational processes and workforce approaches where appropriate.  
•    Supporting the implementation of change within the business area, by advising on effective change management.

2.    Solving: Provide strategic input on HR topics and help leaders develop effective people solutions. 

Activities include:

•    Engaging Senior Leadership Teams to ensure people issues and risks are considered at the appropriate time.
•    Advising on talent management and succession planning - supporting building capability through talent reviews, performance validation and capability plans.
•    Supporting identification of employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.
•    Oversight of casework data and supporting the business to access the right interventions to address underlying causes and to drive action to manage cases effectively

3.    Connecting: Help the organisation draw on appropriate People Group services and shared service support.

Activities include:

•    Ensuring client groups understand and appropriately draw upon the total departmental People Group function (including shared services and employee assistance programmes).
•    Working with HR colleagues to deliver a consistent and quality HR service, ensuring joined-up delivery and policy development/implementation.
•    Holding relationships beyond the HR function – such as with Finance Business Partners and Trade Unions.

4.    Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively. 

Activities include:

•    Supporting leaders through regular coaching style conversations.
•    Act as the trusted adviser to support the Executive Director to lead an SLT which role models exemplary leadership behaviour

Key Delivery Strands:

Business & Culture Change

•    Working alongside the Executive Director to support business change under the One HMPPS programme.
•    Oversight of the people impacts arising from significant change programmes across the business, supporting the Executive Director to ensure that HMPPS has the right structure, climate and capability to manage change and transition. 
•    Advise on the people implications arising from significant change initiatives and provide technical HR/employment oversight  

Resourcing & Retention

•    Ensure effective workforce planning at a regional level that aligns to budget allocations, and meets capacity and capability requirements, and deploys appropriate attraction, talent and development strategies. 
•    Ensuring where there is a critical resourcing and retention need, this moves through the appropriate ‘urgent response’ channels with access to expert services facilitated and co-ordinated
•    To partner the business to execute appropriate resourcing strategies to include understanding the talent pipeline to SCS2 through succession planning and addressing appropriate development needs to develop credible successors

Leadership & Management Capability

•    Understand the leadership capability needs at a Director level and develop and grow leadership capability and effectiveness through coaching, challenging and mentoring Executive Directors on business and people issues.
•    Facilitate access to organisational design and development expertise to build effective leadership teams and equip leadership teams to role model leading effective change.
•    Drive management capability through ensuring understanding the current management capability skills gaps and ensuring the appropriate learning and development strategy is in place to build capability.

Employee Relations

•    Oversight of complex casework for the region or business area, supporting Executive Directors and their SLTs to access the right casework and legal advice.
•    Using casework intel to identify where further interventions may be appropriate to address cultural or individual behaviour change and management capability

Employee Engagement

•    Partnering the SLT through the analysis and insights of the People Survey results at a regional level or business area level.  Ensuring appropriate response plans and action plans are happening at all levels and facilitating access to advice and services to support interventions.
•    Support the Executive Director to ensure their leaders are being held to account on employee engagement activity.

Attendance & Wellbeing

•    Oversight of AWDL at a regional and business area level to enable the AED/ED to hold SLTs to account on attendance across their business area
•    Partner leaders to drive the right interventions, facilitating access to appropriate services to drive down AWDL. Advise and lead on appropriate strategies to address causes of high AWDL and ensure these are implemented across prison and probation
•    Enable the Executive Director team to understand the current health of their workforce across all business and support the business to access wellbeing services

Equality Diversity & Inclusion

•    Driving the agenda on the Civil Service wide D&I Strategy through TUBU and other key networks and forums
•    Ensure equality impacts are understood and considered in the execution of all people initiatives

This will be achieved through:

•    Operating as the technical HR expert for the business, providing oversight for all people related matters and working to facilitate access to all People Group services to ensure consistent and high-quality HR delivery. 
•    Influencing Senior Leaders to drive forward engagement of our workforce and to enable cultural change and to meet HMPPS aims. 
•    Working closely with HR colleagues, delivery partners, senior managers and HR teams across the Civil Service to drive continuous improvement in the delivery of HR services, policies and practices. 
•    Identification and dissemination of HR best practice, advising portfolio leads for change initiatives/projects.
•    Tactical use and analysis of people data and customer insight to inform and drive strategic changes, to improve business performance and deliver excellence.

Essential Knowledge, Experience and Skills:


•    Excellent communication and networking skills with the ability to persuade and influence others, establishing collaborative relationships with a wide range of stakeholders including permanent secretary and ministers.
•    Excellent organisational and prioritisation skills, with the ability to work effectively across a range of tasks and under pressure.
•    Sound judgement and the ability to think strategically and creatively, recognising where improvements can be made and implementing them.
•    Ability to think and act strategically under pressure and having the confidence to provide advice, guidance and constructive challenge when necessary, and provide regular reporting up to board level.
•    Ability to find solutions to complex and often sensitive issues.


•    You must have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification), and actively demonstrate Continuous Professional Development

Personal Attributes & Skills

•    Strong experience of leadership in a HR team, with experience of leading on HR strategy or previous experience as a HR Business Partner
•    The ability to demonstrate creative thinking to provide valuable solutions.
•    The ability to deliver at pace and under pressure and whilst multitasking and delivering to short deadlines.
•    Proven ability of operating with confidentiality, integrity, reliability and role model leadership principals;
•    You will have a high level of attention to detail and drive yourself to deliver work to a high standard.

Security clearance required: Baseline 

Location/Travel: There are 6 roles available, each covering one of the 6 regions shown on the map and listed below;

•    North East
•    Midlands
•    Wales
•    South West and South Central
•    South East and East
•    National - for Youth Custody Service and Directorate of Security. If this is your preference, National can be selected in the preferences.

There is a requirement for the successful applicant to be based within the region or near the specified region for the post. They will be appointed to an office/hub location close to their home address within their region. The base location will be discussed with the successful candidate. 

Candidates will be asked to select the locations they are willing to work from, in order of preference. The locations will be mapped to one of the 5 regional roles (see map). If you select ‘national’ as a preference, that refers to the Area Lead HRBP for Youth Custody Service and Directorate of Security.

Candidates will be expected to work 2 days a week at their base location and regular travel may be required for the post. The buildings listed are the Justice Collaboration Centres and Justice Satellite offices. It may however be possible for you to be based at a prison or probation site however that would need to be agreed further to appointment.

Application process:

You will be assessed against the Civil service success profiles framework.


Behaviours - Please provide examples of how you have met each one of the behaviours listed below:

Seeing the Big Picture (lead)

Communicating and Influencing


Managing a Quality Service

Experience - Please write a statement of suitability describing how you demonstrate the essential criteria for the role as outlined in the job description.

Technical Skills – You must have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification), and actively demonstrate Continuous Professional Development. Please confirm you hold this or equivalent.

Please also refer to the CS Behaviours framework for more details at this grade:


Should we receive a large number of applications, we will sift primarily on the lead behaviour of Seeing the Big Picture. Successful applicants will then be invited to an interview, testing both behaviours and strengths.


Please note that interviews will be held remotely. 

During the interview, we will be assessing you on the Behaviours below and Strengths from the Success Profiles framework. You will also deliver a presentation (details will be provided to candidates invited to interview).

Seeing the Big Picture (lead)

Communicating and Influencing


Managing a Quality Service

Working Together

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.


The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.


  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Expected to commence from December 2023.

08/11/2023, 23:55 hours.

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 80622.

To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why. 

For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).

If you do not meet the above requirements, you may still be considered if, for example:

  • You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
  • You were studying abroad
  • You were living overseas with parents

In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

In the event that we receive a large volume of applications we reserve the right to conduct the sift based on one lead behaviour. The chosen lead behaviour for this campaign is Seeing the Big Picture.
if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.

Application form stage assessments

Seeing the Big Picture - 250 word limit
Communicating and Influencing - 250 word limit
Leadership - 250 word limit
Managing a Quality Service - 250 word limit
Statement of Suitability - 750 word limit
Technical Skills
You must have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification), and actively demonstrate Continuous Professional Development - 250 word limit
A sift based on the lead behaviour, Seeing the Big Picture, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Seeing the Big Picture
Communicating and Influencing
Managing a Quality Service
Working Together
Strengths may also be assessed at interview but these are not shared in advance.
Additional Assessment(s)

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

This job is broadly open to the following groups:

· UK nationals

· nationals of the Republic of Ireland

· nationals of Commonwealth countries who have the right to work in the UK

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)

· individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020

· Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

This Vacancy is closed to applications.